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In this quick response, I want to talk about one of the popular models of job rewards. Its name is effort-reward imbalance model and it was introduced by Professor Johannes Siegrist in 1986 [1]. The main premise of this model is working contracts under normal circumstances [2]. And it does not address the issue of occupational-sacrifice (much more than an extreme commitment to work).

According to this model, if the worker is not adequately rewarded in the form of financial rewards, occupational recognition and job security in exchange for job demands, he or she will become distressed [3]. In the long run, these conditions can have far-reaching effects on the worker, his or her organization and even society [1]. Past studies, for example, have shown that in conditions of effort-reward imbalance, a person has cardiovascular disease [4], musculoskeletal disorders [5], as well as reduced productivity [6].

As mentioned, this model is intended for a regular job contract and in the current state of the fight against COVID-19, front-line health professionals needs far better rewards. You must have heard the news of the occupational-sacrifices of frontline people in Italy, China, Iran and so on. They even treat patients with inadequate personal protective equipment [7]. This has led to the deaths of more than 100 physicians and nurses to date. In your opinion, do the rewards mentioned in this article, including rest and car park space, support them as occupational rewards?

It is not too late to think of health professional workers. Or else we will face a shortage of them and worsening of the COVID-19 situation.